Psychometric Test

mtong_3

I went for the test today and it took two hours.

It was based on the GeneSys3 / PSYTECH International - covered both the personality assessment and tests on verbal, numerical and abstract reasoning.

I ran out of time on verbal and abstract reasoning.. I could have done better.

However, the HR contact explained to me today that the assessment carries a relatively small weight in the recruitment process, and also helps identify the development areas for future. The feedback on interviews and technical assessment is positive they said.

I am hopeful that it will make it.

Thank you all for your guidance and advice!

KiKi

I'm very surprised they bothered with the verbal and non-verbal post-interview. However, as they said, it's also focusing on development for the future.

Best of luck!

InsideInsurance

Sounds unusual for an "executive" level position.

At my previous clients they did a logic test rather than psychometric thing (though some agencies called it psychometric to their candidates). It was done between first and second stage interviews and you had to exceed the pass mark. Only for the most basic jobs was their any hiring manager discretion and then it was only 2 marks below passing.

mtong_3

InsideInsurance wrote: »

Sounds unusual for an "executive" level position.

At my previous clients they did a logic test rather than psychometric thing (though some agencies called it psychometric to their candidates). It was done between first and second stage interviews and you had to exceed the pass mark. Only for the most basic jobs was their any hiring manager discretion and then it was only 2 marks below passing.

I was not expecting this in the first place given that they conducted a detailed competency based interview, then a technical interview and finally a technical assessment.

Don't think verbal and numerical reasoning is aimed to identify development areas for future. I may be wrong.. but perhaps its something they were supposed to complete as part of the process, but they did not, and now ensuring that all the paper work is in order. Just a thought...

paddyrg

There is a big pinch of 'woo' to be taken with psychometric testing - upto 75% (and over 40% in trials) of testees come out as a different personmality type on different sittings of the test, so they are an unreliable basis for employing someone.

hcb42

verbal and numerical reasoning are pretty accurate though. I can understand say different MBTI results, depending on recent influences/culture/ etc..as I have swung quite widely on those myself. But the point is you cannot actually fail those kind of tests!! Numerical and Verbal reasoning are just backing up skill set, if you havent finished OP then it isnt a bad thing, many people do not. I have not finished tests of these type in the past and can normally get on the 95+ type percentile score.

mtong_3

hcb42 wrote: »

verbal and numerical reasoning are pretty accurate though. I can understand say different MBTI results, depending on recent influences/culture/ etc..as I have swung quite widely on those myself. But the point is you cannot actually fail those kind of tests!! Numerical and Verbal reasoning are just backing up skill set, if you havent finished OP then it isnt a bad thing, many people do not. I have not finished tests of these type in the past and can normally get on the 95+ type percentile score.

Thanks.

By the way just curious to know how does the system recognise if in a personality assessment someone is not being honest and make up the answers?

I was warned on this at the beginning of the test.

Does the system conclude this based on the length of time taken to answer the questions, or the pattern of answers to various questions?

I answered all the questions honestly and answered all 200 Qs in about 30 minutes.. but took a bit longer on a couple of questions.

hcb42

I have seen extreme cases where people try and fudge it....yes.

I remember one example, which was an untimed test (as they usually are) and he was about 45 minutes longer than everyone else to complete, i.e. took double the time of the average delegate. He was sweating profusely when completing it. Although the specialist who looked at the results for us did not know this at the time, she did pick up on it through the results. It is far better to be natural and honest, there is nothing wrong with knowing ones strengths and weaknesses and being able to demonstrate how we have overcome the weaknesses of our personality preferences etc. I would far rather hire someone who knew that compared to someone that didnt or wouldnt admit to not being 'perfect' in every way

mtong_3

No one is perfect, and every individuals has certain skills and weaknesses.

But what I am not sure about is how does the system / specialists read the person's mind or intention.. what logics do they use whilst drawing conclusions. Is it just a simple 'average time taken' rule or a more sophisticated method?